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Evaluation Of Leadership Styles And Their Effects On Employee Attitude

(A Case Study Of Nde Enugu)

5 Chapters
|
55 Pages
|
6,488 Words

Leadership styles play a crucial role in shaping employee attitudes within organizations. Effective leadership fosters a positive work environment and cultivates employee satisfaction, motivation, and productivity. Transformational leadership, characterized by inspiring and empowering subordinates through vision and encouragement, tends to evoke enthusiasm and commitment among employees. Conversely, autocratic leadership, marked by strict control and limited employee input, often leads to resentment and disengagement. Participative leadership, where leaders involve employees in decision-making processes, promotes a sense of ownership and fosters trust and collaboration. Additionally, servant leadership, emphasizing empathy and serving others’ needs, fosters a culture of support and empathy, enhancing employee morale and loyalty. The impact of leadership styles on employee attitudes underscores the importance of leaders adopting approaches that prioritize communication, collaboration, and employee development.

ABSTRACT

This study is intended to study out the Evaluation of leadership style and their effect an employee attitude.
The researcher employed the methods data collection for the work namely interview and observation methods.
The data collected were critically analyses in chapter four and the findings were summarized in chapter five conclusions and a recommendation was made.

 

TABLE OF CONTENT

Title page
Approval page
Dedication
Acknowledgment
Table of content
List of table
Abstract

CHAPTER ONE
1.0 Introduction 1
1.1 Background of the study 1
1.2 Statement of problem 4
1.3 The objective of study 4
1.4 Scope of the study 5
1.5 Research question 6
1.6 Significance of the study 6

CHAPTER TWO
2.0 Review of literature 9
2.1 The concept of leadership 9
2.2 Nature of leadership 12
2.3 Leadership as the process of management 18
2.4 Leadership styles 19
2.5 Leadership as a speculative process 20
2.6 Leadership as ability to influence others 21
2.7 Summary of literature review. 22

CHAPTER THREE
3.0 Metrology 24
3.1 Research design 24
3.2 Area of study 24
3.3 Population of study 24
3.4 Sample and Sampling procedure 25
3.5 Instrument for Data collection 25
3.6 Validation of research Instrument 26
3.7 Reliability of questionnaire 27
3.8 Method of Administration of Researcher 27
3.9 Method of Data Analysis 28

CHAPTER FOUR
4.0 Data presentation and Analysis of Result
Summary of result findings 30

CHAPTER FIVE
5.0 Discussion, Implication, Recommendation 38
5.1 Discussion of Result 38
5.2 Conclusion 39
5.3 Implication of the Result 40
5.4 Recommendation 40
5.5 Limitation of the study 41
Reference 43
Appendix 1 44
Appendix 2 46

CHAPTER ONE

INTRODUCTION
1.1 BACKGROUND OF STUDY
According of oxford Advance learners Dictionary of current English by A.S Harn by fifth edition define leadership as a being a leader contest for the leadership of the labour part leadership problem.
Leadership is an area of managerial responsibility that is need of develop plans set objectives that help the organization cope with the future and make the demands guidance and director in doing their work. Leadership is paramount and important to the survival and effectiveness of organization, which consequently spends substantial to find and train leaders.
Leadership to the ability of and individual to influence others to work beyond ordinary level to achieve a goal or objectives. Leadership is generally defined as influence the art process of influencing people so that they will strive willingly towards the achievement of group goals.
This concept can be enlarged to imply not any the willingness to work, but also the willingness to interest or zeal and confidence. Confidence reflects or work experience and Technical ability such as paragraphy. To lead is to guides, conduct, direct and proceed leaders act to help a group to achieve objective with maximum application of its capabilities. They do not stand behind a group to push and to prods they do not stand behind a group to as to facilitate progress and inspire the group to accomplish organizational goals. Leadership has an off on the performance of any organization. It affects both organization the employees at all level tend of evaluate their jobs and their organization depending on the kind of leadership behaviour their basses exhibit for a leader to lead effectively and efficiently.
In a very basic sense, leadership to the followership and one must discover why the people follows. Basically people must tend to follow those who they see as a means of satisfying wants and their needs the task of leader to encourage people to contribute effectively and willing to words the accomplishment of enteprise goals and to satisfy their own needs in the process. The leader must always be aware of the human problems as a sensitively to words and the aspirations of those whom he supervise and a capacity for those analysis of emotional forces motivate their conducts.
Infact the leader is an architect of the performance and hence tries to increase the more of his employees always the search for a defiant solution to the problem of leadership effectiveness on the organization and the best leadership styles employed to increase employee moral which prove to be endless pursuit of organizational theories. Research findings however to suggest that leadership effectiveness is not dependent on the source of power alone but with situational factors climate or any particular style
From the foregoing, the question is that how effective is the leadership style is bringing about a good reaction of employees towards organization work and their environment. It is the aim of this research paper to the question.

1.2 STATEMENT OF PROBLEM
These problems manifest themselves in such areas as:
1. Theories of leadership would be highlighted in the course of this academic working .
2. An attempt would be made to expose the nature, styles, types and conditions of effective leadership in an organization.
3. This work would also find out why leaders are obeyed in various organizations.
4. It was a well known fact that every format and non terminal organizations has leaders who directs the affairs of such organization toward the attainment of prior stated goals of such organization.

1.3 OBJECTIVE OF THE STUDY
This study is manifest themselves in such as:
1. The study of this is to fine out to what extent of which leaders consequently spends substantial to train leaders.
2. To assertion to what extent to which leaders are effective in a organization.
3. To which extent the problem of consistency that leadership would be highlighted in the course of academic work.
4. It is well known that leader have the centralization of authority to directs the affairs of the organization.

1.4 SCOPE OF STUDY
The research to meant to cover all the organization in Enugu state but because it is not easy for research to visiting all the ministries in Enugu state do to certain constraints such as lack of time and many that is why the study has been limited to some selected ministry in Enugu state such as ministry of health, ministry of information etc. it is to make form better representation unequal number of employees and employers where sampled.
Top management cardre will be 1807 and Employees will be 150 from the facilities were to be sampled. Although there are many things investigate on the research as limiting their study on the following. The research will look into the concept of leadership nature of leadership, leadership as the process of management. Also the concept of power a it relations to leadership, leadership styles and finally approaches to the leadership theories and style.

1.5 RESEARCH QUESTION
1. What are reaction of the Emplyee in different leadership style?
2. What are the types of leadership styles used by NDE?
3. What are the problem facing the leadership styles.

1.6 SIGNIFICANCE OF THE STUDY
The benefit derivable from this study are many but I will mention few they are as follows:
a. Government
b. Student
c. Ministry understudy should benefit from it
d. The Research.

A. Government:
The Government herself benefit from the study because they are bodies of government that established the ministry understudy. So government will benefit from the employee attitude towards their work in the ministry.
B. Students
Students also benefit from the project because they make use of it in research work and this will enable students to get any available information headed very easily.
C. Ministry understudy.
Ministry understudy should benefit from it because it will help the entire ministry that have related problem, of leadership styles and enhance them to occupying leadership position on the types of study to embark in any situation that are facing.
D. The Researcher
It helps the researcher to be expose in taking different types of leadership towards to the workers.
The study will all stand as prime factor for me to award OND in Business study.

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Evaluation Of Leadership Styles And Their Effects On Employee Attitude:

Leadership styles can have a significant impact on employee attitudes, job satisfaction, and overall performance. Different leadership styles create different workplace environments and can influence how employees feel about their work and their leaders. Here are several leadership styles and their effects on employee attitudes:

  1. Transformational Leadership:
    • Effect: Transformational leaders inspire and motivate employees to exceed their own expectations. They encourage innovation and foster a sense of purpose and belonging.
    • Employee Attitude: Employees under transformational leaders often have high job satisfaction, feel more engaged, and are more likely to take initiative.
  2. Transactional Leadership:
    • Effect: Transactional leaders focus on reward and punishment. They establish clear expectations and provide rewards for good performance and penalties for poor performance.
    • Employee Attitude: Employees may have a more transactional attitude towards work, primarily motivated by rewards and punishments. Job satisfaction can be contingent on the fairness and consistency of rewards.
  3. Laissez-Faire Leadership:
    • Effect: Laissez-faire leaders are hands-off and provide minimal guidance or supervision. They let employees make decisions and manage their own work.
    • Employee Attitude: Employee attitudes can vary widely under this style. Some may appreciate the autonomy and feel motivated, while others may feel abandoned or directionless, leading to frustration or disengagement.
  4. Autocratic Leadership:
    • Effect: Autocratic leaders make decisions unilaterally and expect strict compliance. They have a high level of control and authority.
    • Employee Attitude: Employees may feel stifled and disengaged, which can lead to low job satisfaction. However, in certain situations where quick decisions are necessary, employees might appreciate the clarity of direction.
  5. Democratic Leadership:
    • Effect: Democratic leaders involve employees in decision-making processes, seeking input and feedback from the team.
    • Employee Attitude: Employees tend to have higher job satisfaction when they feel their voices are heard and their opinions matter. They are more likely to feel engaged and committed to the organization.
  6. Servant Leadership:
    • Effect: Servant leaders prioritize the needs of their employees, aiming to support and nurture their personal and professional development.
    • Employee Attitude: Employees often have a positive attitude under servant leadership. They feel valued, supported, and motivated to reciprocate this by working diligently and with a sense of loyalty.
  7. Charismatic Leadership:
    • Effect: Charismatic leaders use their personality and charm to influence and inspire employees.
    • Employee Attitude: Employee attitudes can be positive when they are inspired by the leader’s charisma. However, if charisma is not backed by substance or ethical behavior, it can lead to disillusionment.
  8. Situational Leadership:
    • Effect: Situational leaders adapt their style based on the specific situation and the needs of their employees.
    • Employee Attitude: Employee attitudes can vary depending on how well the leader matches their style to the situation. When done effectively, employees feel well-supported and understand that their leader can adapt to their needs.

In summary, leadership styles play a crucial role in shaping employee attitudes. The most effective leadership style often depends on the organization’s culture, the nature of the work, and the preferences and needs of the employees. Effective leaders often use a mix of styles and can adapt to different situations to foster positive employee attitudes and drive organizational success.